We do not expect coaching to replace the other human capital development interventions. It should be viewed as an addition to the portfolio of human capital development interventions. It should complement the other interventions. It must not be seen as a magic wand. The client is still expected to work hard to realise the benefits of the coaching intervention. Any coach that promises the client that they do not have to work hard, and the coaching intervention will deliver the results for them is causing a major harm to the coaching profession and should be called out. More work is done in between the coaching sessions. The coach's work is to increase the awareness of the client, motivate them to do something about their development areas, hold them accountable to the actions they promised to implement, and support them in their professional development journey. This is completely different philosophy to mentoring, training, facilitation, advisory, and therapy. It requires a completely different attitude toward human capital development from the client, the buyers, and sponsors of coaching. It is also important to emphasize that coaching is about the coachee, and nobody else. The buyers and sponsors of coaching might have other deliverables (outcomes) they would like the coaching programme to address but those are secondary to the outcomes that the coachee and the coach would contract on.
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COACHING - Fashionable or Necessary Intervention?
Non-FictionI am an executive coach with interest in the development of coaching profession and the growth of the sector. I believe that the world needs coaching today than ever before. Whereas I do not claim to be qualified to be critical of our sector, I am c...
